NBCDA November 2018 conference Understanding generational divides in todays job market Identifying talent acquisition barriers between Gens Y amp Z and potential employers Simple strategies that work for both youth and employers ID: 791646
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Slide1
Matching Gens Y & Z to Employers
NBCDA / November 2018 conference
Slide2Understanding generational divides in today’s job marketIdentifying talent acquisition barriers between Gens Y & Z and potential employers
Simple strategies that work for both youth and employers
Slide3Who are they?Getting to know - generations X e& Z?
Strengths, challenges and what drives them
How to better prepare this generation for today’s job market?
Slide45 GENERATIONS – 1 JOB MARKETMaturists pre - 1945Baby Boomers - 1945-1962Baby Busters – 1963-1980
Gen X (Millennials) 1975-1984Gen Y(
Millennials
) 1984-1994
Gen Z or IGen 1995-2013
Gen Alpha 2014-
Slide5UNDERSTANDING GENERATIONAL DIVIDES
Slide6GENERATIONS Y & ZHOW THEY COMMUNICATE
Generation Y2 screens
Keep in touch through texting & messaging apps
Share and adjust information
Their focus is on the very short term – the now
Optimists
Wish to be discovered
Generation Z
5 screens – all mobile
Communicate with photos and video
Create their own content
Their focus is on their future
Realists
Prepared to work for their comfort and success
Slide7GENERATIONS Y & Z and their relationshipsGeneration Y
Friends are familyShare and seek out their friends opinions before making major decisions
Prefer designer brands
Are looking for new experiences
Generation Z
Both parents and friends are important to them
Research anything before making a decision
Prefer products and services that are local, environmentally friendly
Are concerned about climate change and our planet’s future
Slide8Challenges of Gens Y & ZMissing soft skills:
Answering a phone & taking a message How to participate in a meeting
How to write a clear and concise email
Understanding their place within a hierarchy
Communicating clearly without images
How to get to know and work with other generations besides their own
Slide9GEN Z’s at workQuicker to pick up on missing soft skillsWill change careers several times
Are not overly concerned about loosing their job
Want jobs that are mobile
Seeking good working conditions
Don’t function well within a traditional corporate hierarchy
Prefer to work on projects and not profit margins
Always looking to acquire new knowledge
Slide10TOOLS FOR GENS Y & Z
Slide11Voice mails, phones and emailsMany potential candidates don’t have voicemail, or phone function on their Smartphones and never check email
Very few NB employers are willing to text potential candidates – but this is changingLet your clients know that these components should be in place and checked regularly when starting a job search!
Slide12Google yourselfGoogle search your name
Note the top 5 that appear – do you want an employer to see that?Do a Google image search as well. (tagged photos show up here)
Google
yourself after 11pm – the outcomes may change
Slide13‘’Clear or hide ‘iffy’ contentPhotosVidéosBlog postComments from friends and family
Party, sex or drug contentPages you like that you don’t wantto share with your mom or grandma
Slide14Review your social media accountsAdd a few updates that can impress an employer
Make sure your security settings are working for youHide or file photos and videos that are iffy
Google yourself
As a college or university grad you should have a LinkedIn account
Never use a logo or avatar as your photo on LinkedIn.
Slide15GEN X et Z resume tools
Slide16Prepare for the interviewMake sure LinkedIn is up to dateResearch a potential employer (even if its Tim Horton’s)
Check your spelling and grammarReread the job post and make sure you are qualifiedInclude a short intro letter or email
Make sure to have 1 or 2 questions for the interviewer (not about money)
Have references ready!
Slide17Say hello to potential employers
Slide18Follow employers on lineYou can check them on LinkedIn, Facebook, Twitter, Medium, Tumblr et Instagram and follow them
Slide19Avoid these mistakes!
Slide20FIRST IMPRESSIONSArrive at interview 15 minutes ahead of timeMake sure you are dressed to impress. Avoid jeans if possibleLook at the interview while answering questionsPractice your hand share make sure its firm but not too
stong. Make sure your palms are dryAvoid perfumes of any kind (Axe, Gain, ect)Make sure you know what’s on your resume.
Slide21WHY LINKEDIN MATTERS
Slide22Employers love Linkedin because it offers a great resume with more details
Timelines and previous experience is easier to check
Candidates can include photos, videos, volunteer experience and travel
Descriptions should be clear and concise
LinkedIn offers a professional looking resume that is easy to update.
A LinkedIn account shows you are serious about your job search.
Slide23Generation Alpha / 2014 to ? WHAT TO EXPECT OF THE PRESENT DAY THREE YEAR OLDS?
Slide24STRATEGIES & TOOLS FOR EMPLOYERS
Slide25Talent Acquisition Strategy
Slide26Talent Acquisition Strategy ( simplified for smaller companies)
Slide27TRUSTED PAID JOB POSTING SITES
Slide28TRUSTED FREE JOB POSTING SITES
Slide29INTERACTING WITH POTENTIAL CANDIDATES ON SOCIAL MEDIA
Slide30NEW SCREENING METHODS
Slide31Tips and toolsSend potential candidates sample interview questions to maximize your interview time and allow them to relax and share more pertinent info.Offer them a tour of their potential work area if the interview went well.If more than one interviewer make sure to introduce everyone as well as their title. Avoid a 3 to 1 or higher ratio – advise candidate if this will be a panel interview
Choose a room with natural sunlight and plenty of room for everyone – you will get better answers to your questions.
Slide32Make sure your questions are not yes and no answers.If a candidate is shy or visibly nervous offer them some water and a chance to collect their thoughts Use a hiring gridIf candidate is not a good fit consider ending the interview after 15 to 20 minutesAsk candidate questions about your companyUse the talent acquisition graph as a guide and action plan for recruiting
Tips and tools
Slide33Slide34Sample hiring grid
Slide35JOB ADSHave gotten more creativeCompetition for new talent can be fierceA chance to get your company noticedMust be clear and conciseMust appear on several sitesMust be shared on social media too!
Slide36Interview questions & hiring grid Use smart questionsUse the same questions for all candidatesTake notesIt helps to be two people in the interview
Slide37ALWAYS DO 2-3 REFERENCE CHECKS !!!
Slide38THE INTERGENERATIONAL JOB MARKET p.23 From newspaper job ads, job boards and getting a job where your dad works to global job markets, LinkedIn, Skype interviews and collaborating with peers from all over the world.
Slide39HR FOR THE DIGITAL AGE Training for Human Resources for the Digital Age is now available through Learnsphere Canada for all employers in New Brunswick. Training includes a comprehensive starter of kit of must have HR policies.Call Carolyne Mongrain 506 452-0387email: carolynemongrain@learnsphere.ca
to book a training session for a minimum of 10 participants.
Slide40QUESTIONS
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